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    Shahid Hossain MGT 351

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    fariha mehzabin
    The document discusses employee testing and selection. It covers why the selection process is important in terms of performance, cost, and legal obligations. It then discusses basic testing concepts like validity, reliability, and sources of unreliability. It provides guidelines for testing, describing different types of tests like cognitive, personality, and achievement tests. Finally, it discusses specific testing methods such as work samples, assessment centers, background checks, physical exams, and drug tests.

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    Shahid Hossain MGT 351

    Uploaded by

    fariha mehzabin
    19 views5 pages
    The document discusses employee testing and selection. It covers why the selection process is important in terms of performance, cost, and legal obligations. It then discusses basic testing concepts like validity, reliability, and sources of unreliability. It provides guidelines for testing, describing different types of tests like cognitive, personality, and achievement tests. Finally, it discusses specific testing methods such as work samples, assessment centers, background checks, physical exams, and drug tests.

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    The document discusses employee testing and selection. It covers why the selection process is important in terms of performance, cost, and legal obligations. It then discusses basic testing concepts like validity, reliability, and sources of unreliability. It provides guidelines for testing, describing different types of tests like cognitive, personality, and achievement tests. Finally, it discusses specific testing methods such as work samples, assessment centers, background checks, physical exams, and drug tests.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    19 views5 pages

    Shahid Hossain MGT 351

    Uploaded by

    fariha mehzabin
    The document discusses employee testing and selection. It covers why the selection process is important in terms of performance, cost, and legal obligations. It then discusses basic testing concepts like validity, reliability, and sources of unreliability. It provides guidelines for testing, describing different types of tests like cognitive, personality, and achievement tests. Finally, it discusses specific testing methods such as work samples, assessment centers, background checks, physical exams, and drug tests.

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    Shahid Hossain

    MGT 351

    Chapter 5 Employee testing and selection

    -Why selection process is important


    -Performance
    -Management is process of collective performance

    -Cost
    -Cost involves
    -Search fees
    -Interview time
    -Reference check
    -Travel time and accommodation
    -Legal bindings
    -Court wants to make sure no one has been
    discriminated against
    -Older folks, women, and minorities, and
    handicapped

    -Negligent hiring
    -Courts will hold employers liable for hiring
    people who have bad records in this area
    -Employers are to hire employees with sound
    background who will add value to the firm

    -Balancing EEO and negligent hiring


    -Just because an applicant had criminal record does not
    mean he/she will not get the job

    -Things to be careful about


    -Reject applications who have falsified records or hid
    information

    -Basic testing concepts


    -Some test has direct relationship with the employee’s
    behavior on the job

    1
    Shahid Hossain
    MGT 351

    -Some tests do not have any direct relationship with the


    behavior
    -It is more of a projective personality test that tries to
    explain how a person behaves and perceives his
    environment.

    -Test validity
    -The accuracy with which the test or the interview
    measures what it was supposed to measure.

    -Validity of test
    -It means that the test is directly job related and
    the result is a valid predictor of the job
    performance

    -There are two ways to demonstrate a test’s


    validity
    -Criterion validity
    -Validity based upon showing that the
    scores on the test (predictor) are
    related to the job performance
    (criterion)
    -Content validity
    -Refers to the tests that contain fair
    sample of the tasks and skills actually
    require for the job in question

    -Reliability

    -Retest estimate

    -Equivalent form estimate

    2
    Shahid Hossain
    MGT 351

    -Sources of unreliability
    -A test may become unreliable if there is a wide time
    gap between two equivalent tests

    -Chance response tendencies

    -Change in the testing conditions

    -Change in the applicant’s behavior

    -How to validate a test?


    -Validation process usually has five steps
    -Analyze the job

    -Choose your tests

    -Administer test
    -One way to do this is to administer the tests on
    the employees on the job already and compare
    them against the applicants in question

    -Relate test score and criteria


    -Usually a correlation analysis is done using
    statistical means

    -Cross validation and revalidation

    -Guidelines for testing


    -Use tests as supplements
    -Don’t solely depend on test numbers to decide

    -Validate the tests in YOUR organizations

    -Analyze all your current hiring and promotion standards

    3
    Shahid Hossain
    MGT 351

    -Ask your self why you are using those measures

    -Keep accurate records

    -Provide fair test conditions


    -Be confidential with the test results

    -Types of tests
    -Cognitive (mental) abilities
    -Motor and physical abilities
    -Personality and interests
    -Achievement

    -Test of cognitive abilities


    -Intelligence test

    -Specific cognitive abilities


    -More known as aptitude test

    -Test for motor and physical abilities

    -Measuring personality and interests


    -Individual motivation and interpersonal skills are taken into
    consideration
    -The expert tries to draw analogies about the personality trait
    and the success on the job
    -Industrialists apply the Big Five Model
    -Extraversion

    -Emotional stability

    -Agreeableness

    -Consciousness

    4
    Shahid Hossain
    MGT 351

    -Openness to experience

    -Achievement tests

    -Work samples

    -Develop work-sampling procedure

    -Management assessment centers


    -Situation where a management candidates are asked to make
    decisions in hypothetical situations and are scored on their
    performance

    -Miniature job training


    -Candidate is trained to perform a sample of the job’s task
    and his or her ability to perform these tasks are then
    measured

    -Background investigation and reference checks


    -Involves checking the credit history & reference checks
    -Very important for financial jobs

    -Effectiveness of reference checks is questionable


    -Former employer may supply incorrect information
    that may cause the applicant to be declined
    -Sometimes former managers provide false positive
    information about his current employee just to get rid
    of them

    -Physical examination

    -Drug test
    -These tests should be conducted without any prior notice

    -Compliance with the immigration laws

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